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How and Why Is Engagement Linked to Burnout

Preventing burnout is a better solution than waiting to treat it after it becomes a problem. The personal and organisational costs of burnout can be extensive in terms of physical health, work performance and psychological well-being. As an organisation, taking steps to minimise the risk of burnout before it happens is a more rational strategy. Building engagement is probably the best approach to preventing burnout. People who are engaged in the workplace are far better at coping with the challenges they encounter, thus making them more likely to recover from stress. So thriving at building an engaged workforce, before any major problems arise, represents a fantastic prevention method.

Organisational intervention can and is more productive than individual intervention. Improvements should be made in job conditions that affect most or even all employees. Generally, these improvements should make changes in the way an organisation works, that it actually begins to change the organisational culture and climate altogether.  The importance of the burnout-engagement ‘continuum’ is that engagement represents the desired goal for any burnout case. Through this framework, people will start to consider the factors in the workplace which are most likely to enhance employees’ energy, resilience and drive. According to the survey done by Accountemps, it has been revealed that more than half of employees reported feeling stressed at work on a daily basis, and 6 out of 10 agreed that work-related pressure has increased in the last five years. Some concerned HR leaders have called this a workplace epidemic.

The Costs of Employee Burnout

First of all, it is important to understand what the true costs of burning out are. In a recent study done by Gallup, it has been estimated that employee burnout cost the nation of Germany somewhere around 9 billion euros in lost productivity every year, whilst in the United States, burnout costs have been reported to be around 190 billion dollars in healthcare expenditure, with an additional 120,000 stress-related deaths.  In fact, this burnout epidemic has become a nationwide problem in Japan, where they’ve even invented a new word: “karoshi,” aka death from overwork. The latest case was the death of a 31-year old woman who died of heart failure after doing a whopping 159 overtime hours in one month.

How to maintain high engagement without burning out in the process

Here are a few key differences that have been found between the optimally engaged and the engaged-exhausted employees.

Half of the optimally engaged employees reported having ‘high resources’, such as supervisor support, a rewards and recognition system and self-efficacy at work, but experience ‘low demands’ such as low workload, low cumbersome bureaucracy, and low to moderate demands on concentration and attention. The other side of the coin have displayed such experiences of high resources and low demands were rare (4%) among the engaged-exhausted employees, the majority of whom (64%) reported experiencing high demands and high resources.

This should provide managers with an idea as to where to start supporting employees in order to achieve optimal engagement levels. In order to promote and achieve engagement, it is quintessential to provide employees with the resources they need to do their job well, feel good about the work they put in and properly recover from work-related stress.

Many organisations, at the recommendation of their respective HR departments, offer wellness programmes in order to combat stress. While it is common knowledge that chronic stress is not good for employees, these company wellness initiatives are not the most appropriate way to respond to that stress. Studies suggest that while wellness programmes can be helpful, a much bigger concern is the work itself. HR should work alongside front-line managers in order to monitor the level of demands they’re placing on people. The higher the work demands, the higher employees’ need for support, acknowledgement and opportunities for recovery.

What about challenges and goals? Challenges, as we all know it, are motivating. However, we often forget that high challenges usually come at high cost. Challenging achievement situations not only cause anxiety and stress for most motivated individuals but also lead to exhaustion. The research on challenges and goals is mixed – for some people, chasing ambitious goals does lead to higher performance. For most people, however, challenges and goals lead them towards demotivation, take unplanned risks, or even quit.

Managers and HR leaders alike should try and help employees by toning down the demands they are placing on people. They should ensure that employee goals are realistic. Rebalancing the workloads of more skilled employees helps as well, who have been saddled with way too much work. Furthermore, it is recommended to increase the resources available to employees and this does not only refer to material resources such as time and money, but also intangible resources such as empathy, understanding and friendship in the workplace, whilst also letting employees blow off some steam from work when they’re not working.

The data is crystal clear: engagement is the key; it’s what all organisations should strive towards for both leaders and employees. But the target is smart engagement, the type that brings in productivity, enthusiasm and motivation, without any burnout.

There is a real value in providing companies with the tools to carry out regular organisational assessments and this is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

https://hbr.org/2018/02/1-in-5-highly-engaged-employees-is-at-risk-of-burnout

https://www.bamboohr.com/blog/examining-employee-burnout/

https://www.decision-wise.com/job-burnout-the-employee-engagement-killer/

 

Why Do People Hate Their Jobs

Have any us taken the time to look around at the people boarding the subway or bus lately? You may notice that there are very few people who look at all excited about the day ahead. If you start a conversation with one of them, you may soon find out how much they hate their job, or their boss, or their long hours (some of them possibly unpaid).

Whilst growing up, people generally had some sort of idea regarding the career path they wanted to pursue. Even though over the years that idea may have changed, most people eventually figured out which industry they desired to work in. Given how life usually works, sometimes expectations aren’t met. This can lead to numerous employees disliking their jobs. ProOpinion has recently released the findings from a business research they have done in which it was revealed that roughly 31% of employees believe they aren’t paid enough, 21% do not have a proper work-life balance and 20% have stated that the unreasonable amount of workload represents the cause of their unhappiness. Others have also said that they have experienced professional relationship issues due to incompatibility with managers and/or co-workers and a lack of job advancement.

Naturally, it can be understood when unemployed job-seekers say: “If I had a job, I wouldn’t even dare to complain! I’d be grateful for the paycheck.” It is important not to take this the wrong way because those people mean it when they say it, but beware of people who say: “I wouldn’t complain at all, a job is a job!” They most likely have forgotten how harrowing it is to wake up every morning going to a job you hate. This stressful situation can take its toll on your health, both physically and emotionally.

There are managers out there that regularly complain about unmotivated employees. But who in their right mind would want to go to work unmotivated? Managers and employees alike must realise that motivation is a feature of the environment, not the people who work in it. Improvement is key.

The first step in improving your career, and an essential one at that, is to come to terms with the fact that you’re not happy with what you’re doing at the moment, and this realisation is not that easy to achieve. Our conscience usually tells us to stop complaining, get on with our work and to be grateful for what we have. However, we cannot force ourselves to be grateful, doesn’t matter how much we try. If people are under the impression they are in a toxic situation it may become harder for them to get out of bed, never mind doing a great job at work.

Social life is important as well
Even though having a job is a big part of our personal development, this doesn’t mean it has to be our sole purpose in life. People want jobs where they can be fulfilled both professionally and personally. When people forget about this, they tend to become dissatisfied with their current employment.

A healthy work-life balance differs from person to person, hence what is important to one person may not be as crucial to another. If you are spending too much time either at work or you continue to work from home can leave you tired, stressed out and may lead to sickness. Furthermore, it can also lead to more responsibility at work, which will only intensify the other effects.

Forbes magazine has discovered that employees want options through which they reduce the pressure that hovers over them. Some of the options available today are telecommuting and the possibility of flexible work hours which will allow employees to plan their schedules ahead in order to fit their specific needs, thus offering them the opportunity to reach the balance they desire. This does not mean that all this work has to be put in by the manager or company. Employees are responsible for their own actions and must learn to adjust their own habits by leaving the office on time and leaving job-related tasks at work. It’s pointless to think that you can achieve a good work-life balance if you don’t make time for yourself to relax and unwind.

Money isn’t everything, but it helps
When people really love what they’re doing, they may be willing to disregard a low salary if they will be working in a position they enjoy and if they will be surrounded by people who have similar interests. However, if that job starts to become a place they hate going to, frustration will start to build towards co-workers and manager, thus ending up creating a lot of tension around the workplace.

Furthermore, employees want to see their hard work is appreciated, and that may come in various forms such as benefits or even a pay raise. If they feel they are being neglected from getting a promotion, people might want to quit the organisation. However, there are other benefits that may compensate for not having a higher salary, but in the long run, they won’t be solving any problems. A pay raise shows the employee that you value his hard work and may also represent a sign of things to come (i.e. promotion). By simply repaying hard work and offer a clear path of advancement for deserving employees businesses will be able to keep their staff happy.

More responsibility shouldn’t result in more problems
Offering employees more responsibility at work makes workers feel valued and important. It also shows them that they are trustworthy and reliable. It may be a match made in heaven if this also comes with a new title and a higher pay. However, there is always the other side of the coin when employees show their willingness to work and excel in their role; they may find that they’ve taken too much responsibility on their shoulders. At the end of the day, workers may find themselves assigned to more projects than they have the physical time to finish it.

An overflow of work causes people to stress out and feel that they are letting the manager and company down by not completing all of his or her tasks. This is even more problematic when employees believe they are not being paid enough for the effort and sacrifice they put in. While it’s good and reassuring for managers to have employees they can count on, this doesn’t mean that those employees should receive all the work. It is admirable they are willing to help out, but it shouldn’t lead to health problems and general unhappiness lives. In order to keep their most valued employees happy within the company, managers need to learn how to delegate work evenly and not just to a selected few.

There are numerous reasons why people end up being unhappy at the workplace, but if we’re honest they are pretty much all connected. Incapable managers and employees always lead to a negative and toxic environment and a tremendously excessive workload. Extra responsibilities almost always cause workers to feel that they are being underpaid for the amount of work they’re putting in and it also interferes with their personal lives.

This is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

http://www.businessinsider.com/reasons-you-hate-your-job-2014-6

https://www.forbes.com/sites/lizryan/2016/11/29/the-top-ten-reasons-people-hate-their-jobs/#2352a8b81ed9

https://www.proopinion.com/en/blog/7-reasons-why-people-absolutely-hate-their-jobs

 

Sleep Deprivation and How it Affects Performance

Right after managers and employees have their first interaction, the process of forging their working relationship begins, which is a crucial factor in how they both are going to experience work, how much trust there will be between one another, and how effectively they can carry out assignments.  A new and possibly forgotten predictor in the quality of these work relations is sleep. Sleep deprivation for either the manager or employee or both could make them experience an increase in negative emotions at the workplace. Usually, these emotions are represented by hostility. Everyone reading this can remember at least one time when fewer hours of sleep translated into a short temper at the office. This is a common experience for almost everyone in the workforce and, most of the times, it is directly linked to sleep deprivation due to the fact that fewer hours of sleep impairs the part of the brain that regulates emotions.

Hostility can be dangerous for a new professional relationship. Hostility leads to the feeling of threat and can easily deteriorate the psychological safety of people in every possible context. If managers happen to yell at an employee once, it may not be an issue, nevertheless, if this a common practice in the office, employees may feel that their manager is lacking respect and empathy, hence leading to a weak work relationship.

Unfortunately, today’s business world promotes sleep deprivation as the highest ranking achievement possible. If you’re always busy and cannot be bothered to sleep then you’re definitely on the way to the top. The problem here is that science says the exact opposite, so who do we believe? It may sound tempting to trade away some hours of sleep in order to finish a few tasks, but by doing you may sabotage your own success and health. Perhaps it is time to get some sleep, or else you may face numerous risks.

At Harvard Medical School the Division of Sleep Medicine revealed the fact that short-term productivity gains from skipping sleep are quickly downplayed by the detrimental effects of sleep deprivation on a person’s mood, his or her ability to focus and access to higher-level brain functions. Interestingly enough, the negative effects of sleep deprivation are so considerable that even people who drink manage to outperform those without sleep.

Why We Need Acceptable Hours of Sleep

We all know that sleep is good for our brain and new found evidence from the research done by the University of Rochester has provided us with clear evidence on why your brain cells need you to rest. The study states that when people sleep the brain removes the toxic proteins from its neurons (by-products of neural activity while we’re awake). Unfortunately for us, the brain can only do while we’re asleep. Consequently, the toxic proteins remain in the brain cells, impairing our ability to think and no amount of coffee can solve that. These toxins slow our ability to process information and problem solving; it can also kill our creativity whilst catapulting our stress levels and emotional reactivity through the roof.

What Sleep Deprivation Does to Our Health

Sleep deprivation has been heavily linked to numerous serious health problems such as heart attacks, strokes, type 2 diabetes, and even obesity. The lack of sleep stresses us out because our body overproduces the stress hormone when its sleep deprived, also known as cortisol. Excess in cortisol levels has a host of negative effects that come from the damage it inflicts on our immune system. High cortisol in our body results in looking older, due to the fact that cortisol destroys skin collagen, the protein that keeps skin smooth and elastic.

Sleep deprivation also compromises our body’s ability to metabolise carbohydrates and control our food intake. Sleeping less and less results into eating more and more and also increasing the difficulty in burning the calories we consume. Due to the lack of sleep, our bodies get hungrier much faster and that is done through the appetite-stimulating hormone ghrelin and it also makes it harder for us to get full because it reduces levels of the satiety-inducing hormone leptin. There is a 30% increase in the likelihood of becoming obese for people who sleep less than 6 hours a night rather than those who sleep between 7 to 9 hours a night.

Besides the fact that it may harm professional relationships, sleep deprivation can also deplete us of the very traits that make us good at our jobs. For example, workplace leaders are known for their charisma and which translates into making employees want to work for and with them. Sleep deprivation saps all of the outstanding personality traits and all we are left with is a robotic, difficult person in its place.

Sleep is a critical part of our wellbeing and without it, we get emotional, stressed-out, forgetful, disorganised people at work. We are more likely to feel helpless and be unable to perform even the most menial of tasks or change perspective when our plans go awry. It’s time we stop encouraging sleep deprivation at the workplace. It’s not doing our career or our bodies any favours.

We have an impressive assessment library with hundreds of dimensions that can be leveraged in creating a custom skills-based assessment that supports your organisation’s specific competencies and unique vision. Please contact us if you need to measure the engagement level in your company.

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Sources:

https://hbr.org/2017/08/research-sleep-deprivation-can-make-it-harder-to-stay-calm-at-work

https://medium.com/the-mission/sleep-deprivation-is-killing-you-and-your-career-fd33e16ccf7f

https://www.thriveglobal.com/stories/16762-drunk-on-the-job-if-you-re-sleep-deprived-you-might-as-well-be

 

Climate Change: What Can Entrepreneurs Do?

Nearly a decade ago, saving the climate from destruction did not feature as a top priority for businesses. The scenario has however reversed. Today’s climate problem is so far beyond our human experience that it demands a complete overhaul of engagement from senior executives from the private sector. The threats that climate change poses to businesses and capitalism altogether are increasingly hard to spot, let alone act on.

While today’s entrepreneurs are competing against the old way of doing it is recommended to encourage a mindset shift, from linear to exponential. If we maintain our current linear thinking, we’re most likely going to create incremental fixes, while exponential thinking will get us to the network solutions required.

For small entrepreneurs around the world what are the key discussion points that must occur in the matter of climate change? In the next paragraphs, we will present a few tools that can help you better understand and find solutions to the world’s most pressing problem and how energy consumption in the developing countries has the power and ability to augment economies and lead people out of poverty.

1. Exponential thinking and embracing abundance

Try and plan for scenarios that may happen on the exponential curve. The framework of abundance thinking affirms the idea of a world where technology can solve most of the world’s problems and also reveal latent entrepreneurial possibilities. Strive to bring extremely diverse groups together in order to catalyse these new ideas.

2. Use the power of new advancing technologies

Technologies accelerating on an exponential curve are the tools that have the largest potential for a  scalable impact; the ‘Internet of Things’ and ‘Springwise’  are rich with innovation opportunities. For example, ‘Quantified Planet, a non-profit organisation, is in the process of creating an open source community and data platform in order to collect environmental data to make smarter local decisions with global impact.

3. Try, fail, repeat

There is a growing need for an ecosystem of exchanging ideas and experimenting that supports and encourages many new initiatives and failures. This repetitive process is also known as rapid prototyping is how entrepreneurs usually test and rapidly boost towards better solutions. Silicon Valley’s success lies largely in the understanding that in order to find solutions faster, you need to fail as quickly as possible. With climate change, there is no time to put our eggs in just one basket. We need to place as many bets as possible with a low opportunity cost, so they can fail quickly without dire consequences.

4. Keep a lookout for supporting technologies

Some of the best opportunities in innovation are represented by supporting technologies that are driving tremendous growth towards renewable energy. For example, there are technologies supporting the performance of photovoltaics (PVs) such as ‘Otherlab’s’ project, Sunfolding, has created a new solar tracking technology by applying high-volume manufacturing techniques to solar. By addressing the high cost of the control components, Sunfolding has reduced the price of photovoltaic systems and increased capacity, which will definitely help the technology become more widely distributed.

Great People Inside provides easy-to-use tools and processes to attract, assess, match, select, onboard, manage, develop, benchmark and maintain workforces anywhere in the world.

Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

 

https://hbr.org/2018/01/climate-change-is-an-overwhelming-problem-here-are-4-things-executives-can-do-today

http://www.sustainablebrands.com/news_and_views/ict_big_data/rob_nail/5_ways_entrepreneurs_are_helping_solve_climate_change

https://www.entrepreneur.com/article/299644

Employees and Cyber-Security:Thinking like Hackers

This year, 2017, hasn’t been the best for companies all around the world when it comes to the matter of cyber-security. Given the fact that so many attacks have occurred, many organisations have started to shift their attention towards preparing their employees for a safer workplace environment through better cyber-security programmes. This will, of course, go beyond basic training exercises on protocols and changing passwords. These types of programmes have been rendered obsolete. In order to train your employees against organised hacker attacks, they will have to learn to think just like one.

At first, it is important to understand what a ‘hacker’ means and what he or she does. The first step is to erase everything you ever heard or read about hackers. The media does have a tendency to exaggerate the term and to point fingers towards cyber attackers even when it is not the case. The view on this matter should be broadened.

It has to be said that in the digital era, hackers represent model citizens. They are professional people who are very creative and resourceful. Curiosity is their main drive and due to this quality, they see opportunity in every problem. Furthermore, given the nature of their interest, hackers realise there are few limits to technology and usually display a bit of mistrust in operating systems and know that no piece of software is immune to bugs.

Understanding all of this about hackers is essential. Numerous organisations worldwide have already introduced their employees to the ‘hacker mindset’. Early results have shown a drastic change in perception and value regarding cyber-security, this automatically leads to a better security across all departments. And as an added bonus, curiosity and resourcefulness will become second nature to the employees. There are a few easy steps to which you can start teaching your staff to ‘think’ like hackers.

Sharing Information

When something major happens in your company’s industry, it is recommended to encourage your employees to share their findings with the others. This doesn’t mean that everyone has to prepare a full 5-page report, just a few ideas that are worth mentioning. The idea behind this is to create a workplace where sharing information and thoughts are second nature.

Hackers obviously know what valuable data they are looking for and how to find it, usually searching for something valuable enough they can sell or blackmail the organisation for a large sum of money. This is important to understand when protecting your most prized possessions.

When your employees learn to share and work together to such an extent, it will help build an actual community within the organisation. It will also help create a sense of purpose around the company. Employees will become more and more vigilant of what is happening and will be more alert in detecting and responding to cyber-threats.

 IT Competitions and Hackathons

Encourage employees and even offer them leave days in order to attend hackathons, even if they go to learn and observe. Events like these offer people the chance to disconnect from their day-to-day routine and think outside-the-box in order to solve various issues, which basically describes the process of hacking. The general idea of hackathons is to enable people to flex their brain muscles into thinking in new and creative ways in order to solve problems. Through these exercises, teams manage to avoid one-dimensional group thinking and tunnel vision. Due to the complexity of the exercises, it makes participants and viewers alike more curious of the things happening around them, which is at the heart of a proper cyber activity.

If you wish for your employees to have a more hands-on cyber-security experience, you could arrange for company-wide competitions and games that will enable employees to figure out how cybercrime happens and the means to minimise or stop it. You could also use this opportunity as a means of developing a plan of action which allows security teams to respond as soon as possible. You can plan ahead of time and approve the necessary actions the company must take when malicious activity is detected.

Interdepartmental Collaboration

Introduce the idea of interdepartmental collaboration in the company’s bylaws. This will enable people from all areas to communicate more and offer support when difficult challenges arise.

Even if your organisation has the best security team there is on the market, we all know that humans are bound to make mistakes, it is in our nature. When the same people are looking at the same lines of code all day every day, it’s only a matter of time before something important gets passed them. The most security-conscious companies tend to invite security experts from outside the firm in order to help identify any mishaps the security system may have.

Given the current and future climate of business it is quintessential we learn to think like hackers. If we manage to adopt a ‘hacker mindset’, you will not feel left behind by all the technological advancements. By embracing them and recognising their power and ability to make the world a better and safer place will not be good only for security but for the business industry as well.

Great People Inside provides easy-to-use tools and processes to attract, assess, match, select, onboard, manage, develop, benchmark and maintain workforces anywhere in the world.

Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

 

https://hbr.org/2017/12/train-your-employees-to-think-like-hackers

https://www.inc.com/brian-kelly/think-like-a-hacker.html

https://www.entrepreneur.com/article/232402

Work-Life Balance for Parents: Is it Achievable?

Work-life balance has become an obsession for everyone nowadays. There are numerous articles, research papers and self-help books that are offering people advice on how to begin or develop a better balance between their personal and work lives. Unfortunately, the advice given in these reading materials are generally focused on the idea of making changes on individual levels, team expectations in relation to your job attributes or even organisational contexts that affect you only.

In a research paper published recently by Human Relations, they have discovered that our very own upbringing can have a powerful influence on our career and life decisions. Subconsciously, we learn and mirror our parents’ behaviour in terms of work-life balance. The research conducted by Human Relations had 148 in-depth interviews with around 80 parents working in London for law and accounting companies. An equal number of men and women were interviewed with ages ranging from 30 to 50 years old and with positions in middle or upper management roles. In the case of male participants in the study, the majority of them had a stay-at-home wife, but in the case of female participants, this wasn’t the case at all. It is also important to know that most of the participants were coming from middle-class families who were typically formed from a stay-at-home mother and a working father.

The principles and ideas they share are in a direct correlation with the deeply ingrained routines and ideas coming straight from their parents.

Replicating the Parental Model

The majority of male participants have been reported to have a work-life balance similar to the family they grew up in. Like their fathers before them, these men are the sole breadwinners in their household. This has made them internalise the work ethic and has ended with them working very long hours. As mentioned above this effect was stronger for men, due to the fact that both men and women in the study have designated the same-sex parent as their role-model.

Given the fact that these people have seen their parents working hard throughout their childhood and adolescence, their professional careers were inclined to follow in the same footsteps. Although they were able to rationalise and acknowledge the fact that their compulsive work ethic had negative effects on their personal lives it was very difficult for them to change their behaviour both on and off work. Even remotely trying to act divergently, this ‘pre-disposition’ continued to be seen in their actions.

Breaking Off the Parental Model

Worryingly enough, there are fewer cases in which participants have said that they have rejected their parents’ work-life balance. In most cases, this was an intentional act of breaking the ‘status-quo’, but there were a few cases in which participants wanted to distance themselves from their parents’ model even though they wanted to follow up in their footsteps.

Like every human being on this planet, some participants have started to question the influence their parents have had on them, after pondering on failures, regrets or traumatic experiences they might have picked up along their adult life (i.e. a close friend or relative getting sick). After such an experience, participants had a tendency to overhaul their entire schedule and refuse to no longer work weekends or even leaving their employer and finding themselves an environment with a more manageable schedule.

In the case of women, there were two groups that were identified as serious in their significance: women who wanted to be more close to their families because they had workaholic mothers and women who wanted to be more actively involved in the workforce due to their regret-filled stay-at-home mothers.

Parents who actually manage to achieve a rewarding work-life balance do not designate all their time and effort into making their children happy. Interestingly enough, these parents strive on raising children with a strong sense of responsibility who will eventually grow into respectable and responsible adults. These are the parents who ask their kids to help around the house by giving them chores. They establish a clear set of consequences if the kids do not follow through with their tasks. By enabling their children to value hard work and also, this being of quintessential importance, experience disappointment, their personal development will be more easily done.

Neglecting Themselves

Adults often forget about taking care of themselves. This statement is even truer when you’re a parent. It may very well be a cliché, but more often than not clichés are true so it is pretty clear that if you don’t take care of yourself, you won’t be able to help the closest people to you. Sometimes it may seem near impossible to have some well-deserved ‘me time’, especially if your schedule throughout the day has left you overtired or stretched to the very last drop of energy.

There are a few successful parents in the study that have discovered that taking care of themselves offers them the best chance at being efficient and productive over long periods of time. Relaxation and sleep may be essential, but exercise plays a decisive role nowadays. Physical activity not only improves overall health levels, but it is the key towards finding the right balance between work and family time.

Post-Work Guilt

Somewhat surprising, many parents wouldn’t want to be working full-time, but unfortunately, the current economic and social climate doesn’t offer the possibility of one to stay home or even work part-time. 44% of working mothers have reported they would be thrilled about the idea of working part-time. As mentioned above, this would not be financially feasible. Parents who succeed in today’s working environment have ridden themselves of guilt over the fact that they are working full-time. They feel there is no point in wasting time and energy over-thinking this problem. Coming up with the best plan for their scenario seems like the next best thing (i.e. working flexible hours, full-time job with kids somehow has to work).

Great People Inside provides easy-to-use tools and processes to attract, assess, match, select, onboard, manage, develop, benchmark and maintain workforces anywhere in the world.

Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

https://www.inc.com/amy-morin/the-5-things-successful-parents-give-up-to-reach-a-work-life-balance.html

https://www.forbes.com/sites/amymorin/2014/01/20/the-five-things-successful-working-parents-give-up-to-reach-a-work-life-balance/#59e263a157ea

https://hbr.org/2017/10/your-feelings-about-work-life-balance-are-shaped-by-what-you-saw-your-parents-do

Successful Brainstorming: Possibility or Hoax?

In terms of brainstorming, people often tend to forget that in order for it to be achieved the answer is quantity, not quality. Brainstorming represents the essential first step in early stages of a new project, so it is crucial that everyone understands how important it is to be open towards all ideas and variables. Naturally, issues occur when team members feel the need to filter themselves from potentially good ideas that they may seem far-fetched or just simply because they are afraid of rejection and embarrassment.

Another common misconception about brainstorming is that employees and managers alike believe it can be done only in a certain way: the evergreen group discussion with everyone involved. It is not necessarily the worst idea, but it can have major drawbacks from a creative point of view. There is a general tendency that during these meetings, the first two ideas that get bounced around tend to be the focus of the entire meeting. In a recent study on traditional brainstorming methods, it has been discovered the fact that only a handful of people do approximately 60-75% of the talking. Logically, it can prevent other ideas from being discussed.

How to Make Brainstorming Better

There are many ideas through which brainstorming sessions can become more practical, based on individual creativity, idea generation and a better meeting experience. The following strategies will help your organisation’s brainstorming.

1. Select only necessary employees: Choose the people you need for a brainstorming session. If the meeting is filled with people who have no relation to the nature of the discussion, their contribution and participation will be zero. Moreover, more people mean a higher level of difficulty in passing along ideas given the fact that people may exhibit anxiety in explaining their ideas. A manager’s best bet here is the creative individuals who can actually carry the discussion in a productive manner.

2. Brief sessions: It is as clear as day that shorter meetings are more efficient. The current tradition is for a meeting to last for an hour. However, shortening the meeting time will entice people to bring ideas to the table much faster with a healthy disregard to keeping some ideas for themselves. Normally, a meeting shouldn’t be any longer than 30 minutes. Managers can always do follow-up meetings to discuss leftover ideas or if the schedule is too hectic then the recommendation is individual brainstorming time.

3. “Bad” ideas are welcomed: Managers should encourage their employees to speak their mind. Good ideas “happen” after a lot of other ideas have been bounced off at the meeting table. People should understand the fact that there is a very fine line between good and bad ideas. From a managers point of view all ideas are welcomed given the obvious fact that it will lead to the best solution in the end.


Read also: What Makes a Great CPO


4. Brain Writing: The general principle of this technique is to separate idea generation from actually talking. The manager shares the topic with the team, and the team members individually write down their ideas. This helps eliminate anchoring and encourages everyone on the team to share their own ideas. It also gives everyone more time to think over their ideas, which is especially helpful for your introverted participants. This brainstorming technique works best for teams who seem to be greatly influenced by the first ideas presented during a meeting. When you get your team to brainstorm ideas individually, away from distraction and public opinion, concepts are generated that may not naturally surface when in a larger setting. Individual brainstorming techniques such as this will often give you more unique ideas than when the group is left to think up topic ideas.

 5. Online Brainstorming: These days, virtual teams are becoming more and more common across all industries. The evolution of email and collaboration tools makes working remotely the norm in some organisations. Having a central location online where team members can collaborate is crucial for these virtual teams — talking here about cloud-based document storage or an online collaboration tool. One of those brainstorming exercises for groups involves using an online mind-mapping tool to answer very specific questions or simply to generate ideas that might be tangential to the main problem. What other ideas surround this concept? Map these examples out, visually.

 

We have an impressive assessment library with hundreds of dimensions that can be leveraged in creating a custom skills-based assessment that supports your organisation’s specific competencies and unique vision. Please contact us if you need to measure the engagement level in your company.

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Sources:

https://www.wrike.com/blog/techniques-effective-brainstorming/

https://www.inc.com/larry-alton/5-strategies-for-team-brainstorming-to-use-in-your-next-meeting.html

https://www.inc.com/kat-boogaard/4-easy-tips-to-improve-your-brainstorming-sessions.html

Presentation Mistakes: Why it Happens and How to Solve It

At some point in your life, you must have experienced this unfortunate event. You are halfway through your presentation and things are going amazing. Your speech is fluent, the audience is engaged and you are feeling confident. But, somehow, your mind draws a blank. And your mind starts racing: “Oh no, things are getting bad! What was I about to say?”

If you relate in any way to this situation, you obviously know how awkward and cringe that feeling can be. It is also difficult to regain your rhythm. So the question now beckons; what can you do to avoid this mental mishap? Fortunately for everyone, there are a few tricks you can use and they will follow in the list below.

  1. Oversimplification isn’t helpful

Regularly, keeping things simple is one first public-speaking strategies you can follow, but there is a limit to simplicity as well. For example, if you are looking for one word or phrase to best explain various ideas you may not select the right one. Consequently, your thoughts get tangled, and your mind has to go through the whole process of unravelling each idea and then try to put them back together in the appropriate order.

Sometimes, all you need to get baffled during a presentation is to forget or cannot find the right word. This usually happens when people are trying to compress 2-3 ideas into one. That is where the mind can no longer cope. When preparing for a presentation it is essential you pinpoint every main idea and afterwards search for explicit language in order to convey it. Oversimplifying can make people struggle during a presentation in which everyone is paying attention to them.

  1. Never mention how many points you are going to make

This one is one of the most common mistakes out there. People should avoid telling the public how many points they are going to make because once the audience has a number in their head, be assured they will be counting. Being prone to mistakes due to our human nature, you may forget which exact point you were talking about and will have to encounter that awkward silence trying to remember where you left off.

In terms of strategies, people should also avoid using terms and idioms such as: “first of all”, “secondly”, “third” etc. It is recommended you keep things a little bit ambiguous by saying: “One of our strategies”, “Another one of our strategies” and so on and so forth. If you manage to keep out numerical terms from your speech you are helping your mind avoid going blank.

  1. Keep your rhythm

If you happen to stumble during your speech, do not get stuck trying to make it right. There are speakers out there that once they mispronounce a word their next thought is completely deleted from their “system” due to the simple fact that they thought about their mistake. In order to get passed the “system” failure all you have to do is reconnect with your speech rhythm. Start by breathing. When people breathe, they have the opportunity to get the body back in sync and from that their thoughts will start flowing again.

Drawing a blank is nothing to be scared or ashamed of. It happens to absolutely everyone and it doesn’t mean that you are not cut out to be a speaker. A true speaker is the one who knows how to make mistakes less often and how to recover quickly when it happens.

  1. Technical difficulties

There is nothing worse than sitting around and waiting for a presenter to figure out how to make the projector or clicker works or even worse, listening to a presentation without visual aids because he or she couldn’t make it work. Be prepared to connect to anything. Know beforehand the kind of projector, the size of the screen, and the layout of the room so you can be prepared for anything.

  1. Disorganised presentation

When people have to make a presentation, most people open up PowerPoint and start making slides.  That is a really bad idea. At first, use sticky notes to prepare your presentation’s story. It will save you loads of time and make your presentation more organised. Plus, if you want to create an emotional response in your audience use full-screen pictures. The text should just be used for facts. Animations are fun for the person making the presentation, but they don’t usually add anything valuable to it.

It is as clear as day that mistakes are inevitable; there will be a point in everyone’s career when they will have to make a presentation. Of course, for some people, public speaking is their opportunity to shine, but for others, it may seem like the perfect nightmare. Wherever you think you may have a problem, these tricks will help you develop your presentation skills.

Great People Inside provides easy-to-use tools and processes to attract, assess, match, select, onboard, manage, develop, benchmark and maintain workforces anywhere in the world.

Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

https://www.entrepreneur.com/article/239443

https://www.fastcompany.com/40478112/heres-how-to-avoid-drawing-a-blank-in-the-middle-of-your-presentation

https://www.mindtools.com/pages/article/presentation-mistakes.htm

Innovation through Failure

For the U.S. Navy Blue Angels, every practice session ends up with something a little bit surprising and that the analysis of their mistakes. The pilots do not congratulate each other on their training achievements, but rather say what they did wrong in front of the whole group and how they plan to fix that issue. Even though they are expert aviators, the Blue Angels do not allow their pride to come in the way of further improvement. Their approach is meant to strengthen ownership, to encourage the desire of being better and also coming up with a plan for it as well.

Failure is often seen as inevitable, but the way in which it should be viewed is invaluable. Failure is common in all industries, economic situations and market trends; it is one of life’s best philosophies. If your employees do not fear failure, they have a very good chance of succeeding. Fear is a very powerful component of the human mind, it makes people disengage, panic and pull out of possibly prolific business opportunities. The past cannot be fixed, but learning from past experiences can enable employees into harnessing a strong sense of innovation. Here are just a few tips through which companies can enable their workers to be more innovative.

  1. Creating an innovation prone environment

This has to start right from the very top. CEOs and CFOs have to start creating an internal ecosystem in which innovation can flourish. In order to begin garnering innovation, there has to be a clear vision of what the company wishes to achieve and how innovation is at the very heart of it. Leadership teams within the organisation have to figure out the right way in which employees can be motivated and inspired in order for them to deliver on any innovative ideas the company may want to implement.

Of course, selection and recruitment play a very important role in this matter. The HR department has to recruit the right candidates, people who are well-trained on how to come up with ideas and to properly establish what kind of tools and resources they require in order to create, test and receive feedback from customers. All of these processes together help create an innovative culture. An organisation that tries out a lot of ideas will definitely encounter failure but chances are, success is closer than ever. Due to the fact that companies have numerous initiatives, they improve their chances that one of them will be a major score.

  1. Outside-the-box thinking and aggressiveness

Usually, the basic culture of a team promotes safe-playing. In layman’s terms, be on time, try not to upset the hierarchy, follow the group norms and have a steady paycheck. This type of model is clearly an innovation killer and can put an organisation light years behind the competition. For example, entrepreneurs have never been people who play it safe. Also, they praise employees within their organisation that actually do something and are outside-the-box thinkers. Managers have to make sure their teams do not rest on their laurels because there is no such as thing as a one-size-fits-all game plan. It is essential that entrepreneurs and managers empower their workers to come forward with their ideas, to present their action plan and put it into practice afterwards.

Of course mistakes and odd product releases may happen but that is simply part of the business world as we know it. In the 1950s, the Jacuzzi brothers invented a whirlpool bathtub in order to treat people with arthritis. Even though the product worked in the way it was intended, from a sales point of view it was a total bust. Unfortunately for them, their target market was small, due to the simple fact that not a lot of people could afford expensive bathtubs. The idea was killed immediately after but was relaunched in a completely different market – luxury item for the rich. Obviously, it was an instant hit.

In 1959, Honda Motor Company entered the US market with their range of low-powered motorcycles. Things were going from bad to worse for Honda, as it learned in a very cruel way that what was tremendously popular in Tokyo suburb areas was a complete flop on American soil. After a while, they came back in the US with high-powered bikes that became an instant success. The founder of Honda, Soichiro Honda had this to say: “Many people dream of success. Success can only be achieved through repeated failure and introspection. Success represents the one percent of your work that results from the 99 percent that is called failure.”

Great deals of successes have been failures in the beginning. What today may seem like a logical invention that was meant exactly for that purpose, this is not always the case. People have to ready to fail; success cannot be achieved without gaining all the necessary variables from a problem. At Penn State University, there is a course for engineering students which is called Failure 101. The sole purpose of this class is for students to take risks and do as many experiments as possible. The more fails they have it gets them that much closer to an A grade.

Another great example is Christopher Columbus. He set out to discover a new and easier route to India. He landed in America and the rest is history. Pfizer scientists were testing a drug called Viagra which was meant to reduce high blood pressure. After further investigations it lead to the discovery of the effects it had on men, thus making Viagra one of the most successful failures in recent history. Another great example is regarding champagne. It was invented by a monk called Dom Perignon and it happened when a bottle of wine had fermented twice. 3M invented glue that wasn’t sticky enough. However, it was the basis for the invention of our daily used Post-it notes.

A leader who thrives on innovation will always encourage a culture of experimentation. People must learn that every failure they encounter is another step closer towards the road to success. Allow your employees to have the necessary freedom to innovate, to experiment and to be successful. All in all, it means allowing them the freedom to fail as well.

Great People Inside provides easy-to-use tools and processes to attract, assess, match, select, onboard, manage, develop, benchmark and maintain workforces anywhere in the world.

Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

https://www.entrepreneur.com/article/294673

https://www.forbes.com/sites/karenhigginbottom/2017/08/03/why-the-ability-to-fail-leads-to-innovation/#5bfd624a36f6

http://www.innovationmanagement.se/imtool-articles/failure-is-the-mother-of-innovation/

Overworked Employees: Signs and Prevention

Every manager dreams of having a team full of hard-working employees, people who, on a daily basis, come in engaged, focused and prepared to reach all of their goals. And while everyone can appreciate employees who are very productive, there is a fine line between productivity and burnout when we talk medium to long-term. Unfortunately, that line is not hard to cross. All they have to do is start believing they have to work longer hours, even though business hours were over a few hours ago.

Perhaps there are managers out there that don’t want to realise this is a rising trend. In 2015, a report from Workfront “State of Enterprise Work” analysed the working hours of more than 600 employees. 52% of them have said they work longer not to catch up with assignments but actually to get ahead. This statistic raises a number of questions:

  • Do employees think this is what is expected of them?
  • Where does this feeling of working longer hours come from?
  • Are employees trying to avoid getting overwhelmed by work?

Perhaps an even better question would be:

  • Why don’t managers acknowledge this?

Managers have the responsibility to establish an environment where employees know and feel that they appreciated for their efforts instead of constantly questioning themselves and think they need to put in more and more work. Although the latter scenario may sound ideal, it is as clear as day that it leads to exhausted and even burntout employees.

Your business may be flourishing, but if you do not have any workers left to run the operations smoothly, employee turnover levels may change quickly. If you feel your employees have been neglected or have been overworking themselves, it may be time to take action and prevent anyone from quitting. Here are a few quick steps to implement in order to boost morale and bring back engagement at respectable levels.

Employee attitude shift

When employees start getting exhausted and frustrated about their workload, their attitude starts to drift towards a more negative perspective on work-related issues. Perhaps you have noticed some of your workers being angry and extremely irritable with frequent outburst towards their colleagues. It is a very clear sign they are over-worked and over-stressed. They may require some time off work or if deadlines are piling up the manager should be directly involved in dealing with day-to-day tasks and activities.

Higher working hours/week

In the vast majority of companies, the typical employee works more than 40 hours per week, more often than not it goes beyond 50 hours. In John Pencavel’s Stanford study, he has discovered that productivity reaches its maximum potential at around 49 hours, after that it dips down dramatically. If your workers are constantly working over 50 hours a week, it may a clear sign of exhaustion. Long hours lead to lower engagement levels, frustration and eventually burnout, so it is essential that the manager checks the average working hours put in by his team. Also, try and encourage your staff to work more reasonable hours in a week.

Vacation Days

There are situations in which employees do not use up all of their vacation days. This typically happens when they are over-burdened with work or they feel they haven’t pulled up their weight in the past few weeks or months. This where the HR department has to keep a close eye on employees, who do not use their vacation days in order to relax and decompress.  A quarterly review of this situation is imperative so that companies avoid burnout employees.

Increased employee turnover

It is common knowledge that stressed and exhausted employees are always susceptible to quitting. Obviously, this happens because employees have stopped being happy and they start seeking other employment opportunities. Providing flexibility for their work schedule can go a long way to reducing unwanted stress. Some people may be excellent workers during the early hours of the morning while others are night owls; allowing your employees some leeway with their schedule can be a simple way to create a happier and more productive work culture. Also, provide your employees with a Goals and Objectives document. This enables you, the manager, to have discussions with your staff regarding new projects or deadlines in order to mutually determine project priorities, shuffling due dates and rebalance workloads.

“Unplugging” from work

This has to start from the manager exclusively, by avoiding sending emails or texts during night time. Managers have to show faith in the importance of their employees’ life. A life in which they work, they have time for their hobbies and time to rest. Everyone needs to detach from work, which nowadays automatically means to spend time away from our smartphones and gadgets.

Bottom line is, there has to be respect for the people who work for you. It is essential for the manager to provide work for his employees, tasks that are challenging and exciting whilst at the same time making sure they do not overload. With the right balance and tension between projects can help create a wonderful working atmosphere with properly engaged and motivated employees. Managers should be mindful and keep an eye on for various signs that their team might reach the burnout point. Employees tend to keep their thoughts and ideas to themselves, afraid of what might happen if they confront their managers. This is why it’s up to the managers to observe and adjust any unfair situations that may develop in the workplace.

Great People Inside provides easy-to-use tools and processes to attract, assess, match, select, onboard, manage, develop, benchmark and maintain workforces anywhere in the world.

Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

 

https://www.inc.com/mandy-gilbert/what-to-do-when-everyones-overworked-and-theres-a.html?cid=hmpopface5

https://www.entrepreneur.com/article/286777

http://www.lifehack.org/articles/lifehack/how-to-manage-a-staff-that%E2%80%99s-overworked.html

https://www.forbes.com/sites/lisaquast/2015/11/08/8-signs-that-you-could-be-accidentally-over-working-your-team/#1f52711a5899